Foosball Table. Check. Sandwich Bar. Check. Nespresso, fresh fruit, and a stand up desk.
Check.
Check.
and Check.
In today’s modern work spaces, these kind of perks are almost a given, and whilst this isn’t a bad thing, without addressing some of the factors that have been shown to actually impact employee engagement and happiness, you could be looking at walk-outs and burnouts no matter how many free toasties you line up for.
Professor Kahn, a pioneer in workplace research, proposed an employee engagement model in his book “Psychological conditions of personal engagement and disengagement at work” way back in the early 90’s. Since then this work has continued to be one of the center points for further research, even as work environments and dynamics change 30 years on.
This model is based on 3 pillars;
Psychological Meaningfulness,
Psychological Availability, &
Psychological Safety.
…what?
Recently in the “Eat, Sleep, Work Repeat” podcast by Bruce Daisley (linked below and highly recommended for all things work culture related), I came across these three terms. Also haven’t heard them before? Then, let me break it down for you. The effects could greatly impact the way you feel at work, and the way you look at your colleagues.
Psychological meaningfulness is the most obvious and commonly known. Do you feel that the work you perform is contributing to a worthwhile meaning or cause? Then you have a sense of return of investments on your “currency”, namely your physical, cognitive or emotional energy.(Kahn, 1990, p.704). This factor is influenced by the nature of the task or role, how much control and autonomy you can add, and the culture of support and drive around to achieve a larger objective.
Psychological safety means feeling safe to be human, and make the mistakes while trying to succeed, as all humans do. Like diving into the deep end of the pool with the confidence that your dad is waiting there with open arms, having psychological safety in the workplace means you can show up and try to be your best self, without negative consequences to self image, status or career if you have a few “sinking” moments along the way (Kahn, 1990, p.708).
Psychological availability refers to the notion of being “checked in” or “checked out” mentally. How full is your tank when coming into the workplace? After some years in any work field, we all know someone who was running on psychological empty (unavailability), getting by doing the bare minimum that their job requires of them, whilst hating every minute of it.
This sense of our level of “availability” or how full is your “cup” embraces the concept of a holistic lifestyle and self. Depletion of availability can come from physical, emotional and confidence levels dropping, all of which are influenced by factors inside and outside of work.
Our time may be separated to work hours and personal hours, but it is the same self that turns up to both.
Less frills and a little more soul it seems, is the key to employee satisfaction and retention.
Further knowledge at:
(1) https://open.spotify.com/episode/1MPkB9QNFQjM7rG02vyFom?si=yiqxb49GTM-sVI3Sx3dl_Q
(2) Kahn, William A. (1990–12–01). “Psychological Conditions of Personal Engagement and Disengagement at Work”. Academy of Management Journal. 33 (4): 692–724.
